Archive for May 13th, 2022

Module 14: Leadership, Culture, and Decision-Making

 

 This week, we learned about different types of leadership directives and leadership styles. As a reflection of these principles, visit the website of , a powerful MNC in energy and power systems, health care, finance, and appliances.Discover GEs international operations, learn about its product lines, review its new and existing members on the board of directors, and review its latest annual report. Then answer these questions with a focus on GEs leadership:

  1. On how many continents and in how many countries does GE do business? Does GE offer different product lines in different countries? If so, why, and if not, why not?
  2. Using the Managerial Grid (Fig.13-2), in which country or countries could GE apply each of the 5 management styles?  Give examples of each of the 5 styles.
  3. Using the Managerial Grid (Fig. 13-2), which leadership style do you think the GE corporate CEO could implement on a global basis, and why?
  4. Reflect on this Module and this course and explain whether the leadership style you chose in # 3 above matches your skills, abilities, and personality. Why or why not? 

Embed course material concepts, principles, and theories, which require supporting citations along with two scholarly peer-reviewed references supporting your answer. Keep in mind that these scholarly references can be found in the Saudi Digital Library by conducting an advanced search specific to scholarly references. Be sure to support your statements with logic and argument, citing all sources referenced. Post your initial response early and check back often to continue the discussion. Be sure to respond to your peers posts as well. You are required to reply to at least two peer discussion question post answers to this weekly discussion question and/or your instructors response to your posting. These post replies need to be substantial and constructive in nature. They should add to the content of the post and evaluate/analyze that post’s answer. Normal course dialogue does not fulfill these two peer replies but is expected throughout the course. Answering all course questions is also required. 

Theoretical Model Framework

  

Assignment Prompt

Select the specific theoretical framework that you will use with your project (education, leadership or FNP). Describe how the theory that you chose aligns with your capstone project. Include the following information:

Describe the key features of the selected theoretical framework/model. What are its major components?

  • Identify specific research approaches appropriate for use with the theoretical model or framework and how it fits with your intended project.
    • Does the model lend itself to quantitative or qualitative methods or both?
    • What kind of quantitative/qualitative methods would be most appropriate? (Focus groups, interviews, pre/post-tests, record review, survey, etc.)
  • Describe how the theoretical framework might be used to evaluate the      program/project and critique how well the model fits the program or      project.
    • What aspects of the model works well and what aspects do not?
    • Why?

      

Capstone topic-Effectiveness of negative pressure wound therapy as opposed to standard moist therapy in improving the healing of the pressure ulcer in older patients aged above 60.

 For elderly patients above 60 years with pressure ulcers  will the negative pressure wound therapy  as opposed to standard moist wound therapy improve the healing of the pressure ulcer during their two-week stay at the hospital

Expectations

  • Length:      2-3 pages  not including references
  • Citations:      Scholarly reference(s) from within the last 5 years.
  • Format:      APA 7th ed.
  • Use the      title Theoretical Model Framework.

week 9 ass

 Identify the problem areas for the facility described below, and prepare a written recommendation addressing a plan of correction for each site. You have been hired as a consultant for a behavioral health care facility comprising 11 client service sites. They are Joint Commission accredited and are anticipating a survey soon. After initial visits to each site, your analysis of deficiencies includes: 

W6D1 Granth699

Post a cohesive response based on scenario provided. To prepare for discussion read Learning Resource and your professional experience. Be sure to discuss the following: “See attachment for detailed instructions  

  • No plagiarism 
  • APA citing 

Week 8- Assignment

Week 8 – Assignment Questions

Assignment Content

1. Why is employee training and development an important business strategy? 
2. How would you differentiate training and development?
3. What are some of the areas where organizations fail to achieve success with their training initiatives?  
4. Which adult learning principle resonated with you based on your own adult learning experience?
5. What do you see as the key elements in ensuring organizations are successful in executing development programs?

9-1 Project Submission: Change Management Communication Plan and Continuity Strategies

 

Scenario

You are an HR consultant, contracted by the VP of an LLC in Wilmington, Delaware, to solve their internal challenges. This U.S. office is a branch of a larger Singaporean software solutions organization that has a total of 140 employees and generates $1M in revenue per year. The CEO of this organization, headquartered in Singapore, wants to explore new markets in the United States, gain access to new customers, diversify risk, leverage resources, and increase profits.

Unfortunately, the newly formed U.S. branch has been facing several problems from the beginning.

  • Employees at the call center and the sales and marketing division are disengaged and emotionally fatigued due to contradictory communication between the branchs leadership and the leadership at the Singaporean headquarters.
  • The branch team members feel frustrated and undervalued as a result of conflicting feedback from their VP and management team.
  • Messages from leadership lack consistency, especially regarding policies and practices related to human resources.
  • There is no training for team members.
  • Communication problems between the Singaporean headquarters and U.S. branch are resulting in low employee morale.

Overall, the standard operating procedures (SOP) followed successfully at the headquarters in Singapore could not be replicated at the U.S. branch. As a result, the CEOs vision of successfully furthering expansion into the U.S. market remains unfulfilled.

 Your goal as an HR consultant is to create a change management toolkit that includes the following:

  • A needs assessment or change readiness audit
  • An organizational change management plan
  • A change management communication plan
  • A letter recommending strategies to ensure that the changes and their benefits are retained

To create the toolkit, you will compile your work from Milestones One and Two. So far, you have completed your change readiness audit and created a change management plan. Now, you will record and share a presentation to demonstrate your change management communication plan. This plan should include your recommendations for workforce development techniques and how you plan to communicate these to employees and leadership of the U.S. branch, as well as leadership at the Singaporean headquarters.

It is not enough to implement change successfully; efforts should also be made to sustain the change. You must also write an executive letter to the VP of the U.S. branch, recommending strategies and best practices to ensure that the changes are implemented and maintained.

                  Directions

Change Management Toolkit

Part One: Change Readiness/Needs Assessment Audit Report

Submit your change readiness report from Milestone One that was created according to the following criteria. Be sure to revise your report based on feedback you received on your milestone. In this report prepared for the VP, you will discuss the change readiness of the workforce and leadership, willingness and capabilities for change, and any historical barriers to change from past planned or unplanned change management experiences.

Use the Employee Engagement Survey, Leaders Self-Evaluations, Exit Interviews, and Forms of Resistance Grid from the Supporting Materials section to assess the change-readiness of employees of the U.S. branch.

Specifically, you must address the following rubric criteria:

  1. Based off the Employee Engagement Survey data, create visuals that illustrate areas in need of change, specifically in the U.S. branch. Your visuals must address the following:
    1. Appraisal, job-role stagnation, and promotion or recognition
    2. Apathy or disinterest regarding the vision, mission, and values of the organization (Singaporean headquarters and U.S. branch)
    3. Lack of trust in managers, especially senior leaders
    4. Impressions about the organizations (Singaporean headquarters and U.S. branch) attitude to inclusion and diversity
    5. Justify your selection of data points from the Employee Engagement Survey results
  2. Discuss employees confidence in change management practices.
    1. Consider the information available through the Employee Engagement Survey and Leaders Self-Evaluations.
    2. Do employees have a high degree of confidence in the organizations leadership? Explain your reasoning.
    3. Explain the urgency for change at the employee and leadership level.
    4. Analyze the middle managers (team leads) role in creating an adoption mindset:
      • How could they serve as a bridge between the senior leaders and the frontline staff?
      • Are they ready to take ownership of the proposed change? Explain your reasoning.
    5. How do leadership styles and power distribution impact change readiness?
  3. Identify opportunities to increase change readiness/trust at the U.S. branch:
    1. Why are some employees more accepting of change while others might be more resistant?
    2. How does the Forms of Resistance Grid explain the common reasons for resistance to change?
      • Use the Exit Interviews and the Forms of Resistance Grid, to discuss any two forms of resistance from this list: ambivalence, peer-focused dissent, upward dissent, sabotage, and refusal/exit.
  4. Use Hofstede’s cultural dimension model and the Exit Interviews, Employee Engagement Survey, and Leaders Self-Evaluations to explain cultural considerations that may have created difficulties for the employees of the U.S. branch to adjust to the Singaporean headquarters SOPs.
    1. Summarize the importance of cultural considerations using Hofstedes Cultural Dimensions Model in the context of the U.S. branch and the Singaporean headquarters.
      • Explain how Hofstede’s model helps analyze cultural differences based on specific evidence and not on pre-conceived notions about different cultures.
      • Discuss how differences in specific dimensions of Hofstede’s model may result in misunderstanding and change management frustration or failure.
    2. Discuss individualism and one other dimension from the list below that might impact the cross-cultural communication and business practice differences among the U.S. and the Singaporean employees:
      • Uncertainty avoidance
      • Power distance
      • Long-term orientation

Part Two: Change Management Plan

Submit your change management plan from Milestone Two that was created according to the following criteria. Be sure to revise your plan based on feedback that you received on your milestone. In this report prepared for the VP, you will detail the strategy to convince the workforce to implement the changes.

Refer to the Case for Change Guide and other company data, such as the Leaders Self-Evaluations, the Vision, Mission, and Strategic Goals document, and the Employee Engagement Survey (all linked below in Supporting Materials). Ensure that the report details the pre-implementation and implementation phases of the change management plan.

Specifically, you must address the following rubric criteria:

  1. Identify two key stakeholders or sponsor roles for the change process from the Singapore headquarters and the U.S. branch.
    1. Refer to the Leaders Self-Evaluations document for additional context.
  2. Discuss the significance of each stakeholders role in gaining buy-in, acceptance, and support for change across departments.
    1. How can each stakeholder improve the change initiatives likelihood of success (for example, by acting as opinion leaders, connectors, counselors, and journalists)?
  3. Identify strategic goals that align with the change management plan and provide rationale. Consider the following in your response:
    1. Refer to the Vision, Mission, and Strategic Goals document; U.S. Branch Overview; and Leaders Self-Evaluations.
    2. Ensure there is alignment of the change management plan with the strategic goals of the organization (Singaporean headquarters and U.S. branch).
    3. Research emerging trends that could influence employees of the U.S. branch.
  4. Explain how improvements to organizational systems can ensure successful and sustained behavioral change.
    1. Refer to the Exit Interviews to identify the areas of change.
    2. What are the processes, procedures, or policies that need improvement?
    3. How will these improvements impact behavioral change of employees at the U.S. branch?
  5. Recommend enhancement strategies for team collaboration.
    1. Refer to the Exit Interviews and the Leaders Self-Evaluations to identify the problems of team collaboration.
    2. What are the reasons for the lack of collaboration between team members across both locations of the organization?
    3. How can an individual performer become a team player to improve team collaboration?
    4. How should leadership behavior change to build trust?
  6. Determine a change management model that can be used at the U.S. branch and provide justification.
    1. Based on your evaluation of the challenges that the U.S. branch is currently facing, choose from the following change management models:
      • Kotter’s Change Management Model, Lewins Change Management Model, or the ADKAR Change Management Model
    2. How would you use the model you chose at the U.S. branch?
  7. Describe the steps needed to implement the change management model at the U.S. branch. Support your response with research.
    1. How would you mitigate and remove any roadblocks in the change management process?
    2. What are your plans to deal with the impact of planned and/or unplanned changes and any contingencies?
    3. What milestones need to be accomplished for change implementation to succeed?
    4. How would you measure success on your plan?

 

Part three: Change Management Communication Plan and Continuity Strategies

  1. Change Management Communication Plan Presentation.
  2. Submit a creative and polished PowerPoint presentation with narration to share your change management communication plan. The communication plan should include your recommendations for workforce development techniques and how you plan to communicate these to the U.S. branch employees.
    Specifically, you must address the following rubric criteria:
    1. Define the audience by performing a target audience analysis. (slides 12)
    2. Determine core and audience-specific communication objectives and messages, including appropriate tone. You may include the following information (slides 34):
      1. Discuss goals of the communications campaign. You may consider the following points:
        • Why is this communication campaign needed?
        • What are the essential topics to communicate to company leadership?
        • What do front-line employees need to know as they experience and deal with the impact of change?
        • How will you convey need and urgency for change? Discuss Whats in It for Me (WIIFM).
        • Use a story or a graphic to connect with the change vision for success to the communication plan.
      2. Define and communicate new performance expectations and what stakeholders need to do to prepare for change.
    3. Recommend two workforce development techniques to support employees’ adaptation to change and build on existing skills and strengths. Consider the following (slides 56):
      1. What do you want the employees of the U.S. branch to do differently?
      2. How should the organizations leadership support employees during the change, through training and development programs to address the gaps?
    4. Determine and review the best delivery channels for each communication based on the target audience analysis. Select a minimum of three channels as part of a multi-prong communication strategy. You may include the following information (slides 78):
      1. What would be the communication timeline for delivery of all messages? Create an outline.
      2. How often will the branchs change initiators communicate with this audience?
      3. Outline communication responsibilities and assignments. Who is responsible for leading communications with this audience?
    5. Include your plan for a feedback loop to monitor and manage the communication campaign. (slides 910)
      1. Determine metrics or key performance indicators (KPIs) to track the success of the communication campaign.
      2. Outline how the metrics will be implemented and tracked through a feedback loop.

Submit a recorded PowerPoint presentation with 1012 slides. Sources should be cited according to APA style. 

 Note: Remember to use both on-screen text and narration or speaker notes in your PowerPoint slides to convey your information effectively. For example, you can use brief, bulleted lists on the slide and include detailed explanations in your narration or speaker notes. A resource explaining how to add narration to your presentation can be found under Supporting Materials below. 

Part three B. Executive Letter: Write an executive letter to the VP of the U.S. branch recommending a strategy and best practices for sustaining the change efforts. Specifically, you must address the following criteria:

  1. Recommend one strategy for evaluating the business impact of change.
    1. How can they sustain change efforts through performance management?
  2. Recommend two best practices for ensuring new skills are applied on the job.
    1. Include at least one reinforcement technique leadership can use to sustain change.

Executive Letter

Submit 2- to 3-page Word document with 12-point Times New Roman font, double spacing, and one-inch margins. Sources should be cited according to APA style.

Please see attached submitted milestones and other supporting documents.

Classroom Observation – House

   Effective teachers always reflect on the lesson, and lesson outcomes.  Listen as the teacher reflects on this lesson, and compare it to the responses you have written on the observation worksheet. Use both the teachers reflections and your own observation when writing your overall observational reflection.     

Classroom Observation – Avila

   Effective teachers always reflect on the lesson, and lesson outcomes.  Listen as the teacher reflects on this lesson, and compare it to the responses you have written on the observation worksheet. Use both the teachers reflections and your own observation when writing your overall observational reflection.     

Classroom Observation – Nakadate

   Effective teachers always reflect on the lesson, and lesson outcomes.  Listen as the teacher reflects on this lesson, and compare it to the responses you have written on the observation worksheet. Use both the teachers reflections and your own observation when writing your overall observational reflection.     

Assessment 1: Process Improvement Plan

Develop a 7-page process improvement plan for a provided scenario or a business and process of your choice, using data to support your recommendations.

Introduction

This portfolio work project, a process improvement plan, will help you demonstrate competencies in process documentation, process analysis, and process improvement. 

Scenario

For this assessment, choose either Option 1 or Option 2. You do not need to do both. You will apply one of these scenarios in the Requirements below. Both options will be graded using the same scoring guide.

Option 1

Wild Dog Coffee Company, a locally owned company with a single coffee shop location, serves a wide selection of espresso products, small breakfast and lunch menu items, and a limited evening menu. The company is planning to expand the business by adding an additional location. While different menu items may be tested at the new location, the espresso beverage preparation process will remain exactly the same. The company wants to ensure that the espresso beverage preparation process is documented and refined before the move. 

Option 2

Select a business and process of your choosing. Note: It is recommended that you use the same business for each assessment in this course. Before choosing a company, read all three of the assessments thoroughly to ensure the following:

  • The company fits the assessment requirements and you have access to the information needed to complete the assessment.
  • The business information is disclosed in the assessment for faculty’s reference.
  • You can distribute the business data without disclosing confidential information.

Contact faculty with questions. 

Your Role

Option 1 

You are one of three owners of Wild Dog Coffee Company. Your background is primarily in operations. Your business partners’ backgrounds are in marketing and sales. While they are working on the external aspects of the business that will bring customers in, you are focused on making the internal customer-facing processes as efficient as possible. You are preparing an analysis and recommendations that will help manage a core process improvement for the successful opening of a second location. 

Option 2

Your boss, a director, has tasked you with a process improvement project. She is relying on you to prepare an analysis and recommendations that can be presented to the executive team of the company. 

Requirements

Include the following in your process improvement plan:

  • Assess the steps for a selected process.
    • Develop a flowchart showing the process’ steps. You may include as many steps as are relevant for your selected scenario.
    • If using Wild Dog Coffee Company, show the steps for preparing an espresso beverage (for example, latt, cappuccino); there are two steps that must be included: (1) order is submitted and (2) beverage is handed to the customer. Hint: You may want to visit a local coffee shop to observe the beverage preparation process.
  • Prepare a procedure documenting the selected process. At a minimum, the procedure must document the following for your selected process:
    • Metrics. Identify at least two metrics that will be useful in determining how well the new process is performing. Be sure to identify the target value of the metric and how you will measure it. 
      • For Wild Dog Coffee Company, it could be how well the beverage preparation process is performing. A third metric is already identified for you: order delivery time. (This is the time between when the order is submitted and the time the beverage is handed to the customer.)
    • Procedure. This section describes each step of the process.
      • For Wild Dog Coffee Company, your procedure should be titled, Espresso Beverage Preparation Process. Be sure to include order submittal and handing the beverage to the customer as part of the procedure.
    • Purpose (of the procedure). This section describes what the procedure is intended to do.
  • Analyze data for process changes for a selected process. Respond to the following questions:
    • Is the process centered? Provide the results of your calculations and the rationale for your decision by thinking about the process capability.
    • Is the process capable at 3-sigma? Provide the results of your calculations and the rationale for your decision by thinking about the process capability index.
    • Is the process in statistical control? Provide the appropriate numbers and the rationale for your decision using a control chart for individuals.
    • For Wild Dog Coffee Company, analyze the data. This data is for 50 beverage preparation events and was collected using their order processing system. Each individual order gets a time-stamp when it is placed and again when the beverage is handed to the customer. The senior barista thinks the beverage delivery times should range between 2 and 3 minutes. The known process standard deviation, which has been calculated on an on-going basis, is 0.5903 minutes.
  • Analyze the cause and effect of process variances.
    • Brainstorm possible sources of variation to create a cause-and-effect diagram to help analyze potential sources of variation in the espresso beverage preparation process at Wild Dog Coffee Company or for your selected business’ process. Your diagram must include at least four of the 6 Ms (that is, management, manpower, method, measurement, machine, materials).
  • Recommend quality and customer service improvements for a selected process.
    • Detail the results of your analysis for Wild Dog Coffee Company or your selected business’ process to substantiate your recommendations.

Deliverable Format

Requirements:
  • The process improvement plan is to be a minimum of 7 pages, not including the title, reference, and appendix pages.
  • Use a process improvement plan template of your choice.
Related company standards:
  • The process improvement plan is a professional document and should therefore follow the corresponding MBA Academic and Professional Document Guidelines (available in the MBA Program Resources), including single-spaced paragraphs.
  • In addition to the title and reference pages, include the following in the appendix:
    • Flowchart.
    • Procedure.
    • Detailed results of order delivery time analysis.
    • Cause-and-effect diagram. 
  • Use American Society for Quality (ASQ) data analysis tools and 23 additional scholarly or academic sources where applicable.
  • Use APA formatting for citations and references.

Evaluation

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies through corresponding scoring guide criteria:

  • Competency 1: Analyze how operations management theories and models effect the development and delivery of products or services to the marketplace.
    • Assess the steps for a selected process. 
  • Competency 2: Use logistics and supply chain management tools to manage the distribution of products and services.
    • Prepare a procedure documenting a selected process. 
  • Competency 3: Use data to evaluate the effect of operations management decisions on organizational goals.
    • Analyze data for process changes for a selected process.
    • Analyze the cause and effect of process variances.
  • Competency 4: Evaluate the effectiveness of operations management strategies to achieve quality and customer service goals.
    • Recommend quality and customer service improvements for a selected process.
  • Competency 5: Communicate business needs, opportunities, and strategies with multiple stakeholders.
    • Write coherently to support a central idea with correct grammar, usage, and mechanics as expected of a business professional. 

Faculty will provide feedback as if they were the recipient of your deliverable in the workplace, using the scoring guide. Refer to the scoring guide to ensure that you meet the grading criteria for this assessment before submission.

ePortfolio

This portfolio work project demonstrates your competency in applying knowledge and skills required of a MBA learner in the workplace. Save this activity to your ePortfolio for future reference in the workplace.

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